INVESTIGATION OF THE LEVELS OF EMPLOYEE SILENCE AND ORGANIZATIONAL ALIENATION IN THE BUSINESSES AND THE RELATIONSHIP AMONG THEM

Abstract

The concepts of working silence and alienation in organizations have recently attracted the attention of researchers and practitioners. Research shows that the concepts of working silence and organizational alienation have many effects on employees and organizations. The concept of employee silence means that employees do not reveal their ideas, feelings and thoughts for the benefit of the organization. The concept of organizational alienation is defined as the fact that employees become foreigners by abstracting themselves from their organizations. If the necessary measures are not taken, the silence and alienation in the organizations can cause irreparable damage to both the organization and the employees. In addition, these concepts can be an important obstacle to change and development in organizations. The purpose of this study is to identify the silent behaviors and alienation situations of employees in a manufacturing enterprise and to determine the relationship between these two concepts. In line with this main objective; a questionnaire form consisting of personal information form, employee silence scale and organizational alienation scale was applied to the employees of a manufacturing enterprise operating in the Çerkezköy district of Tekirdağ province. 185 factory workers participated in the survey. The reliability coefficient (Cronbach's Alpha) of the employee silence scale used in the study was 0.921; reliability coefficient of the organizational alienation scale was found to be 0.924. This shows that the research scales are of very high reliability. According to the results of the study, participants' total silence point average and standard deviation (min: 1, maz: 5) 2,4533 ± 074360; total alienation point average and standard deviation (min: 1, maz: 5) were determined as 2,3505 ± 0,74130. Among the working silence sub-dimensions, the highest "silence for defensive purposes" was 2.56765 ± 0.86416, among the organizational alienation sub-dimensions the highest "meaninglessness" was found to be 2.4400 ± 0.94151. It was found that there is a moderate level and same direction (r=0.451) relationship between working silence and organizational alienation.